Career Management Success and The Organization Success: Are they in synch? Yes? Or not? Kind of?


Career Management Success and The Organization Success:

Are they in synch? Yes? Or not? Kind of?

By Randy Block


I think everyone can agree that professional stasis is not good for you or the organization. It’s comforting to know that you have this in common. – Maybe.


Stasis is not good for you because you do not increase your career portfolio value. You’ve stopped learning and improving. If this lasts too long, job burnout occurs. Being passed over for promotion sometimes occurs. I am sure you have your own stories to tell.


The company suffers from your stasis also. The most effective way to retain talent is to develop it and grow it. Companies risk employees becoming stale and bored. Turnover also occurs, admittedly also because workers don’t like their boss. Company success is thwarted due to underdeveloped talent. Productivity and revenue suffer as a result.


  1. Nothing earth shattering but is there anything that you can do about it? Yes, absolutely!


  1. Take accountability for your own development.
  2. Create a 5 year plan that allows opportunity on your terms.
  3. Find out what is going on with the company plans as a whole, as well as within your group
  4. Compare plans: the company and your group plan (annual, quarterly) to your own career plan.


You can easily make most business and career decisions () based on two considerations:

  • Is this the best decision for the company?
  • How does this decision affect my career development?

You have to connect the two. Because your company won’t.


Making the second response publicly is optional. However, I am finding out more and more from my clients that when the two plans are compatible and acknowledged, success follows (promotion e.g.)


Suppose the company benefits more from a decision more than you do, related to your own development? Of course you can put up with this for a period of time but then what are your options? Make it clear to your boss that you want professional development that will also benefit the company. If the response is a deaf ear, it’s time to move on. They should not be surprised then if you leave within the next few weeks.

We have the case of “it’s all about you and the company be damned”, you can just imagine how long you might have building your empire or being employed.  Ignoring stakeholders makes them want to put a stake in you.


With the current performance management model, there are quarterly reviews or check -ins. These can be utilized to see if and how the two plans are in synch. Adjustments can be made on both sides can be negotiated.  You have to set this up. Your career and the success of the company do matter to you.


As a recruiter, I was always impressed with candidates that had a plan in mind. They not only knew what was next, but also where they wanted to go. They had a goal. And – music to my headhunter ears – and they previously tried to get the next step with their current company.  For example, the candidate wanted a promotion at their current company.  They positioned themselves but the company dragged their feet.  That’s when the candidate decided to get the promotion outside.


Taking a lateral move to another company can work as long as you are very clear that you are on a timetable for promotion and/or professional development.

Yes, it falls on your shoulders to be completely accountable. But, you have the satisfaction in knowing that you have covered the most important bases.




(c) 2016 Randy Block. All rights reserved.


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